Recruiter's Blog


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Below are 7 tips on getting the most out of your job listings.  Six of the 7 have to do with the actual ad and are free to recruiters (no upcharges).  One involves spending a little money to get more eyes on a particular position; we’ll cover that one first…



Most job boards offer premium options that get more exposure for your job listings.  These options usually involve search results placement, promoting the ad on other part of the site and additional email blasts. for example, offers the Extended Reach option that ensures that a particular ad always appears at, or near the top of the job search results list.  This prime exposure typically generates up to 30% more applications.  Similarly, the Super-Reachy option puts job listings in prime areas of the site and often results in up to 50% more applies.  These two options are $100 more and $200 more respectively than our standard job listings.

Please contact our Service Team to upgrade your ad.



Did you include a logo, website, hero image and about us information? It is our experience that jobs which are properly branded get more views. Including just a logo and company site can result in up to 30% more views!

How Job Listing Branding Impacts Applications



Did you include salary information in your job listing? Why is this important? Job listings with salary information are more likely to be picked-up by Google; resulting in more views.

Is the salary low? Job listings with low salaries tend to have low conversion rates; typically, below 9%. Why? Job seekers are excited to see the ad based on the job title but end-up not applying due to the compensation.

Does the salary match the title? A low salary with a higher-level job title will result in a lower conversion rate and fewer applications. Similarly, a higher salary relative to a lower-level job title will also result in a lower conversion rate and fewer applications. Why? These two things confuse job seekers about the position and/or the company.



Think of a job title as the tagline of a product you are trying to sell. The title should be written in a way thay it entices job seekers to view the job listing. Ideally, job titles would have the actual title (we prefer all caps) and a sub-title that describes the position, company or compensation. The latter should be used to get candidates to open the job listing. Examples include:

DESIGN DIRECTOR – Luxury, Women’s Contemporary

FLAGSHIP STORE DIRECTOR – High-end Streetwear, Roberston Blvd

ASSISTANT DESIGNER – Men’s Knits, to $45K!



Job titles that don’t match the experience and/or education requirements tend to have fewer applicants and a lower conversion rate. As an example, an Assistant Designer ad that requires 5 years of experience is going to get fewer applications because most designers with 5 years of experience don’t want to have the title of “Assistant” at their next job. This is particularly true for career-minded individuals who want to show progress on their resume.

Similarly, a high-level position with relatively low experience requirements will also result in fewer applications. Why? Many job seekers will think that the experience requirement is a mistake or that the company is cheap (low salary).



Job listings that contain more than one position often confuse job seekers and result in fewer applications and a lower conversion rate. For example, an ad the calls for a Buyer and an Assistant Buyer will get fewer total applications and will have an overall lower conversion rate than two ads, one that is for a Buyer and another that is for an Assistant Buyer.



Request that we re-blast this ad to our candidate database. Not only will the ad be put in front of more job seekers, but it will also be moved to the top of the job search results too!

Chris Kidd is the owner of,,, and

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